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Learning And Development Director Jobs in Tulsa, OK

Tulsa Public Schools

Learning Director

Tulsa, OK · On-site

Full Learning Director Salary Grade: Educational Grade 04/ EG-04 Tulsa Public Schools' existing ... Position Summary: To provide leadership for the development and implementation of the school ...

Tulsa Public Schools

Learning Director

Tulsa, OK

Full Learning Director Salary Grade: Educational Grade 04/ EG-04 Tulsa Public Schools existing ... Position Summary: To provide leadership for the development and implementation of the school ...

The Learning Experience

Curriculum Director

Jenks, OK · On-site

$50K - $55K/yr

In partnership with the Center Director, Curriculum Directors foster a joyful, safe, and high ... development and engages children in hands-on learning activities that encourage them to explore and ...

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All JobsLearning And Development JobsLearning And Development Director JobsLearning And Development Director Jobs in Tulsa, OK

Learning And Development Director information

See Tulsa, OK salary details

$39.7K

$103.8K

$168.1K

How much do learning and development director jobs pay per year?

As of Jul 26, 2026, the average yearly pay for learning and development director in Tulsa, OK is $103,780.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,700.00 and $121,000.00 per year, depending on experience, location, and employer.

What are some typical challenges a Learning and Development Director faces when implementing new training programs across multiple departments?

A Learning and Development Director often encounters challenges such as varying departmental priorities, differing skill levels among employees, and resistance to change. Coordinating schedules and ensuring consistent communication across teams can be complex, especially in larger organizations. Success in this role relies on strong stakeholder engagement, adaptability, and the ability to tailor learning initiatives to meet diverse needs while aligning with overall business goals.

What Does a Learning and Development Director Do?

As a learning and development director, your responsibilities are to analyze existing training programs to determine whether they provide employees with the skills needed to perform their jobs. Your duties include evaluating instructor performance, determining whether the company should add new training programs, and helping prepare a training budget for a department or organization. You must often communicate with vendors and customers to understand their needs, discuss issues with management, conduct surveys within the company, and determine which types of training are most suitable for the company and the way its employees tend to learn. In large organizations, learning and development directors frequently travel to visit other offices.

What does a Learning and Development Director do?

A Learning and Development Director oversees the creation, implementation, and management of training programs within an organization. They work to identify skill gaps, develop strategies for employee growth, and ensure that training initiatives align with business goals. Their role often involves collaborating with department heads, managing budgets, and assessing the effectiveness of learning programs to drive organizational success.

What does a director of learning and development do?

A director of learning and development oversees an organization's training and educational programs to improve employee skills and performance. They design, implement, and evaluate learning strategies, often managing teams and utilizing tools like learning management systems (LMS). This role requires strong leadership, strategic planning, and knowledge of adult learning principles.

What is the 70/20/10 rule for learning and development?

The 70/20/10 rule for learning and development suggests that individuals acquire 70% of their skills through on-the-job experiences, 20% through social learning such as coaching and mentoring, and 10% through formal training or courses. Learning and Development Directors often design programs that incorporate these proportions to optimize employee growth and skill development.

What jobs pay 500,000 a year in the US?

In the US, high-paying roles such as executive-level positions like Chief Executive Officers, Chief Financial Officers, and other C-suite executives often earn $500,000 or more annually. Senior professionals in investment banking, specialized medical specialists, and successful entrepreneurs can also reach this income level, especially with bonuses, stock options, or profit sharing. These roles typically require extensive experience, advanced degrees, and leadership responsibilities.

How much do directors of training and development make?

Directors of training and development typically earn a median annual salary between $90,000 and $150,000, depending on experience, industry, and location. They often hold advanced degrees and certifications in learning or human resources and oversee organizational training programs and staff development initiatives.

What is the difference between Learning And Development Director vs Training Manager?

AspectLearning And Development DirectorTraining Manager
ResponsibilitiesOversees organizational learning strategies, develops leadership programs, aligns L&D with business goalsManages training programs, coordinates workshops, ensures employee skill development
Required CredentialsBachelor’s or Master’s in HR, Education, or related field; certifications like CPLP or SHRM-SCPBachelor’s in HR, Education, or related; certifications like CPT or ATD certifications
Work EnvironmentStrategic, leadership-focused, often in corporate officesOperational, training delivery-focused, often in training centers or corporate settings

The Learning And Development Director focuses on strategic organizational learning initiatives and leadership development, while the Training Manager handles day-to-day training programs and employee skill enhancement. Both roles require similar credentials and work in corporate environments, but differ in scope and strategic impact.

What are the key skills and qualifications needed to thrive as a Learning and Development Director, and why are they important?

To thrive as a Learning and Development Director, you need expertise in instructional design, adult learning principles, and organizational development, usually supported by a relevant degree and substantial experience in training or HR. Familiarity with learning management systems (LMS), e-learning authoring tools, and certifications like CPLP or SHRM are commonly required. Strong leadership, strategic thinking, and excellent communication skills are vital soft skills that help drive learning initiatives and engage stakeholders. These skills are crucial for designing effective development programs that align with organizational goals and foster employee growth.
More about Learning And Development Director jobs
What are the most commonly searched types of Learning And Development jobs in Tulsa, OK? The most popular types of Learning And Development jobs in Tulsa, OK are:
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What cities near Tulsa, OK are hiring for Learning And Development Director jobs? Cities near Tulsa, OK with the most Learning And Development Director job openings:
Learning And Development Director jobs near you
Infographic showing various Learning And Development Director job openings in Tulsa, OK as of July 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $103,780 per year, or $49.9 per hour.
Director of Talent Development

Director of Talent Development

Flintco, LLC

Tulsa, OK

Full-time

Posted 7 days ago

Job description

Great work starts with great people. At Flintco, you’ll find respect, stability, and opportunity to grow your career. Established in 1908, Flintco maintains offices in 8 major cities and employs more than 900 talented and humble professionals. Ranked among the largest and safest contractors in the nation, we deliver projects across a wide range of market sectors, including healthcare, education, hospitality, sports, mixed-use/residential, advanced industries, and renewable energy. With self-perform capabilities in concrete, steel fabrication and erection, site work, and other critical services, we bring a distinct in-house advantage to every project. Guided by the core principles of our Ethos — Safety, Quality, Honesty, Integrity, and Innovation — our culture is rooted in accountability, collaboration, and commitment to shared success. Beyond the jobsite, we invest in the communities we call home, strengthening the places where we live, work, and build.

Job Summary

The Director of Talent Development is responsible for designing, implementing, and managing enterprise-wide development strategies that build leadership capability, strengthen technical skills, and support the growth of key talent across the organization. This role will create scalable development programs, tools, processes, and metrics that enable employees and leaders to grow, perform, and advance in alignment with business priorities.

The Senior Director will partner closely with senior leadership, Human Resources, business unit leaders, and functional experts to identify development needs, implement talent development plans, and measure the effectiveness of learning and development initiatives.

Essential Duties and Responsibilities

Talent Development Strategy

Develop and lead the organization’s overall talent development strategy, ensuring alignment with business goals, workforce planning, succession planning, and organizational growth.

Identify current and future capability needs across leadership, management, technical, and professional development areas.

Build a structured development framework that supports employees at various career stages and levels of responsibility.

Leadership Development & Succession

Design, implement, and manage leadership development programs for emerging leaders, managers, senior leaders, and high-potential talent.

Create leadership tools, resources, assessments, and experiences that strengthen people leadership, business acumen, communication, accountability, and decision-making.

Partner with executives, HRBP’s and business leaders to support leadership readiness and succession planning to include supporting annual Talent Review Meetings across all area offices.

Technical Training and Professional Development

Oversee the creation and delivery of technical training programs that build critical job-related skills across the organization.

Work with subject matter experts to identify technical competencies, training needs, and development pathways.

Ensure development programs are practical, measurable, and relevant to business operations and employee performance.

Key Talent Development Plans

Lead the implementation and tracking of individual development plans for key talent across the organization.

Partner with HR and business leaders to identify high-potential employees, critical roles, and development priorities.

Provide tools and guidance to managers to support meaningful coaching, career conversations, and employee growth.

Program Design and Implementation

Create/manage development programs, workshops, coaching resources, mentoring programs, and career development tools.

Evaluate and select external partners, vendors, platforms, and resources as needed.

Ensure consistent implementation of programs across offices while allowing flexibility for role-specific or functional needs.

Metrics and Continuous Improvement

Develop metrics, dashboards, and reporting tools to measure program effectiveness, participation, behavior change, skill development, leadership readiness, retention, and business impact.

Use data and feedback to continuously improve development programs and resources.

Present insights and recommendations to senior leadership regarding talent development outcomes and opportunities.

People Development Tools and Resources

Create practical tools for managers and employees, including development planning templates, competency models, coaching guides, career pathing resources, and assessment tools.

Establish consistent processes for identifying development needs, documenting plans, and tracking progress.

Promote a culture of continuous learning, feedback, and growth.

Management Responsibilities

None

Knowledge/Skills/Ability

  • Experience designing and implementing enterprise-wide leadership development and technical training programs.
  • Demonstrated experience building development plans for high-potential or key talent.
  • Strong understanding of competency models, succession planning, performance management, adult learning principles, and organizational development practices.
  • Experience creating development tools, learning frameworks, and measurable program outcomes.
  • Proven ability to partner with senior executives and business leaders.
  • Strong project management, facilitation, communication, and change management skills.
  • Experience using learning technology, HR systems, talent platforms, or reporting tools preferred.

Core Competencies

  • Action Oriented
  • Strategic thinking
  • Collaborates
  • Communicates Effectively
  • Customer Focus
  • Decision Quality
  • Assessess Talent
  • Instills Trust

Education

Bachelor’s degree in Human Resources, Organizational Development, Business, Education, Psychology, or a related field required; master’s degree preferred.

Experience

10+ years of progressive experience in talent development, learning and development, organizational development, leadership development, or related HR functions.

Certificates, Licenses, Registrations

SPHR, SHRM-SCP, or other HR certification preferred.

Physical Requirements

  • Physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  • While performing the duties of this position, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and talk or hear.
  • The employee is occasionally required to sit and smell.
  • The employee must occasionally lift and/or move up to 50 pounds.
  • Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.
  • Occasionally, especially when managing multiple projects and during problematic opening and/or closing phases of projects, mental stress can be taxing.
  • May be required to work long hours for extended periods of time.

Special Job Dimensions

The office provides a safe and healthy work environment, is adequately heated and cooled, is free from exposure and extreme conditions, has appropriate lighting and office furnishings, and is smoke-free and drug-free. While performing the duties of this

* NOTE – Where allowed, employees who work in positions classified as “safety-sensitive” can be disciplined if they test positive for marijuana or its metabolites, even if they have a valid state medical marijuana license. In addition, Flintco may also refuse to hire applicants for safety-sensitive jobs who test positive for marijuana as part of a pre-employment drug test, even if those applicants can produce a valid medical marijuana patient license.